Emotional slideshow to stress a message

Ringkasan Peraduan

We own a website that offer a service for candidate screening.
The main functionality of the system is to offer to recruiter a wizard to do interview, allowing them to do first interview virtually to all candidate that will apply their post.

Normally (without our service) the process is:

Case A)
1. make a Job Post (10- 20 minute)
2. receive candidate application (waiting time)
3. read curricula (depends on candidate numbers...but a lot of time)
4. make first interview (normally not to all but only to choosen CV, risk to lose the right candidate and time unefficient)
5. second professional interview ( to selected into the subset interviewed)

in the case of 500 application to a job... giving recruiter 3 minute to read each cv/order them and select candidate for first interview.... we are speaking of more than 25 hours only to select 50 candidates for first interview (normally by phone...)... but to reach them and to do the first screening if we think we will use 15 minute each we have to add 12,5 hours to the previous time reaching 37,5 hours of work...

our idea is simple: swap the order! do the interview first

with our system: recruiter has to:
Case B)
1. WRITE question and marked answers for first interview, choosing the filtering questions.....
2. insert link to interviews in job post
3. waiting applications (our system will do first interview and will rank candidates)
4. read CV only of the better answerer
5. second professional interview ( to selected into the subset interviewed)

Easy to understand that the 37,5 hours of point 3 and 4 of case A) are simply disappeared substituted with the time to formalize and write in the system the first interview question list

we have to pass this concept with a emotional slide shows of some pictures that will be used in an animated gif for banner too, maybe alternating the two cases using bright colors for case B and gray colors for case A.

We have to stress that the solution is completely free too.

website of reference [login to view URL] the claim of it is "do interview before" (old claim: better work better life somewhere present has to be ignored is in cancellation process), main color is red.

Added logo for referral

After some clarification request better to repeat here too:

[login to view URL] allow users to do an automatic screening of candidate using a weighted question/answer list that will be presented to ALL candidate before the step to upload CV, the job boards part of the process are outside of our platform

we offer a service that allow recruiter/employer to define an interview that will be reached trough a link that will be embedded in jobs ads
job ads that will be published in all the place where they were used to be published in the past, we are a solution that will add a competitive advantage in a previous standardized process of selection.

Hi, just a suggestion ...in your description you are more focusing on what your company does...in the contest the description should more be focused on what do you want created. like ...draw a guy holding a cv, a guy making a call, people sitting in que etc ...it would be easier that way and you will get more entries soon.

1. If companies needed to ask questions in the pre-selection phase, they'd just write them in the job description.

2. A candidate's experience and previous scope of work are much more relevant than answering a set of pre-defined questions based on software algorithms.

3. The average number of applications rarely exceeds 100-150, unless it's a medium- sized to large company. Maybe they are 500 applicants in China, but in a smaller populated countries, that is not the case.

4. 25 hours only to select 50 candidates? It's totally worth the investment! Considering the person would be working for years within the company, don't you think?

5. People are already using popular job sites. Even if you offer some sort of solution for the employers, how do you intend to target the job seekers?

6. You are entering a highly-competitive market with zero references, based on what we see on the website.

2. A candidate's experience and previous scope of work are much more relevant than answering a set of pre-defined questions based on software algorithms.

what about fresh graduates with no experience?

2 tahun yang lalu

Penganjur Peraduan

2 tahun yang lalu

the fact that the question list will be developed by each single employer... relevant question will be made... is normal that when a company search a competence of years... will not hire a newbie... but if a company has to hire the mentored future employee is easier to hire a fresh graduate to put him near a older employee to help him and to learn the work. The system give a wizard to make question... the question will be more related to interest and behavioral classification that in on the field expertise in this case